What Is The Relationship Between Job Stress and Work fatigue Among Construction Workers? A Cross-Sectional Study

Job fatigue is the leading cause of job-related accidents and illnesses among construction worker who operate in physically and psychologically demanding situations. Job stress is one of the elements that contribute to job fatigue. Job stress and work fatigue-related emotional symptoms significantly influence worker job satisfaction. This study aimed to discover the link between job stress and fatigue in construction worker. A cross-sectional study design was employed for the research, with 30 participants drawn using the total sampling methodology. This type of primary data was gathered by distributing questionnaires in April 2023. Work stress was evaluated using the Work Stress Diagnostic Survey questionnaire in line with Permenaker No. 5 of 2018, while work Fatigue was measured using the IFRC's Subjective Self Rating Stress questionnaire. The frequency distribution test was used to examine data univariately, while the Chi-Square test was used to analyze data bivariately. The findings revealed that the majority of respondents (63.3%) had a low level of fatigue, with the variables related to work fatigue being quantitative overload (p=0.009) because workers need to carry out measurements and mark exact locations, and project managers need to calculate the estimated time for various stages of work, and career development with (p=0.047) because the construction sector has a rigid structure, where promotion is seen as a result of education and work experience There is no correlation between job fatigue and role ambiguity, role conflict, qualitative overload, and obligation to others. It was shown that quantitative overload and professional advancement are linked to fatigue in construction workers.


I. INTRODUCTION
The construction industry's distinct traits and dynamic nature create dangerous working conditions and a high risk of workplace accidents.The construction sector is the most dangerous when compared to other industries since it is relying on workers as its primary resource. 1Job work fatigue is a prominent cause of occupational accidents and disorders among construction worker who operate in physically and psychologically demanding situations. 2 The World Health Organization has clearly defined fatigue as a workplace problem. 3 Work-related fatigue has now become one disease in the International Classification of Disease 11th Revision. 4Thus, work-related fatigue can be considered an occupational disease. 5n 2016, 1.9 million individuals died as a result of work-related diseases and injuries worldwide. 6According to the International Labor Organization, over 340 million work accidents occur each year, and 160 million people suffer from job-related disorders. 7There were 225,000 work accidents and 53 job-related disorders in Indonesia alone in 2020.There were 82,000 work accidents and 179 job-related illnesses from January 2021 to September 2021. 8In the Province of D.I Yogyakarta in 2020, there were 131 incidents of work accidents and 0 cases of occupational diseases. 9n the construction industry, workers are often faced with excessive physical demands, such as lifting heavy loads, working in extreme weather conditions, and in non-ergonomic positions.They are also faced with technical challenges and tight project schedules, all of which can lead to high stress levels in workers. 10ork stress consisting of role ambiguity, role conflict, quantitative overload, qualitative overload, career development, responsibility to others. 11The impact of work-related stress is work fatigue. 12Work Fatigue is characterized as a reduction in performance, effectiveness, efficiency, strength, and endurance to continue working.Complaints about labor, such as lifting, pushing, standing, crouching, and sun exposure, lead to chronic tiredness in construction workers. 13Furthermore, occupational stress influences an individual's overall safety performance. 14he impact of work fatigue due to stress can cause a decrease in productivity.When stressed, workers may find it challenging to focus on their work, leading to decreased productivity and poor performance. 15It can also lead to increased absenteeism, as workers may need to take time off to recover from the physical and emotional stress. 16n the construction sector, there needs to be more awareness of the link between job stress and work fatigue.While prior studies in other industries have found a substantial connection between work stress and work fatigue, the construction industry's specific work environment and job features need specialized study in this field. 17 study on workplace stress during COVID-19 found that increased workloads, role conflict, lack of autonomy, and lack of social support can lead to job strains and hamper performance, which can lead to job work fatigue. 18he The Frequency Distribution test is used to evaluate the distribution of each variable, whereas the Chi-Square test is used to establish the association between variables (bivariate analysis).Because the Chi-Square test is used in research, the categories for each variable are combined to form two categories.Using the Tableau Public 2022 application to present data diagrammatically.

III. RESULT AND DISCUSSION
Based on table 2, the average age of the responders was 40.60 years, with a minimum age of 17 years and a maximum age of 69 years.The majority of light stress on role ambiguity is 63.3%, the majority of light stress on role conflict is 56.7%, the majority of light stress on quantitative overload is 60%, the majority is balanced (50%) on light and heavy stress on qualitative overload, the majority of mild stress on career development is 63.3%, and the majority of mild stress on responsibility to others is 70%.The bulk of work fatigue, as much as 63.3%, is classified as light.This theory suggests that work fatigue occurs due to the depletion of a limited resource of physical and/or psychological energy.This depletion can result from prolonged physical or mental exertion, lack of rest or recovery time, and the demands placed on individuals in their work tasks.Additionally, changes in motivation, attention, and goal-directed behavior can also contribute to work fatigue.Individuals' motivation and concentration might deteriorate when they are continually engaged in hard job tasks without enough pauses or opportunity for recuperation, resulting to increased fatigue. 21ork atigue due to stress is based on the premise that workplace pressures can cause job weariness, which is characterized by emotional depletion, depersonalization, and decreased personal accomplishment. 22Work-related stress, job conflict, role ambiguity, and exposure to others' trauma are all variables that might lead to work. 23,24ased on Permenaker No. 5 of 2018 concerning Occupational Safety and Health in the Work Environment, based on work stress consisting of role ambiguity, role conflict, quantitative overload, qualitative overload, career development, responsibility to others. 11ork fatigue may impact workers of all ages.This incidence is thought to be the consequence of the evolution of the working day and perhaps the buildup of fatigue, which can ultimately affect the accident rate of all workers.25   Individual outputs can be impaired when workers execute more than one specialized function, and as a result, businesses might suffer as a result of inadequate role stress management.Organizational role stress presents itself in two ways: role conflict and role ambiguity. 26When there are many roles to fulfill, role ambiguity is characterized as uncertainty regarding the duties and responsibilities associated.Role conflict is defined in the literature as incompatibility or inconsistency in operating in the role assumed by an individual. 27Ambiguity is caused by a lack of communication on the part of the organization, implying that the situation is more easily clarified than in the case of role conflict. 28Employees' feeling of control over their work environment can be hampered by role ambiguity, making it harder for them to define priorities, allocate time efficiently, and cope with job-related difficulties.As a result, employees may feel helpless, which can add to work fatigue. 29This study varies with Wu et al.'s, which discovered that role ambiguity has a negative and significant influence on job work weariness and job performance, whereas role conflict has a negative but not significant impact on job performance. 17verworked brains have a significant role in risk assessment and accident avoidance. 30orkload increases are associated with shorter reaction times and higher levels of fatigue.The fatigue found in this study might be attributed to a variety of short-term performance and temporary and mental strain demands. 31Physical pressures, mental demands, time demands, and degrees of irritation all have an impact on insecure behavior.Performance and effort have no noticeable influence on hazardous behavior. 32ork overload is mostly generated by three factors: first, mental demands, second, jobimposed temporal or speed expectations, and third, efforts made to achieve performance. 33orking vigorously and for long periods of time might result in physical fatigue.When employees have to complete strenuous tasks or face high physical stress, their bodies can become tired and weak, increasing the risk of work fatigue.This physical fatigue can have negative effects on both the individual's well-being and their performance at work 34 According to the findings of Alaminos-Torres et al., overall exhaustion was the most important parameter on WO, whereas WO had the greatest influence on fatigue, followed by sleepiness. 33Elhsaer et al. obtained quantitative overload on workers as high as 76.8% and was not linked with fatigue syndrome. 35ork stress caused by job uncertainty is referred to as career development. 36Career development and the activity itself are two factors that contribute to occupational stress among construction project staff. 37This suggests that work stress is directly related to changing employment.Greater workplace stress lowers career development behavior; men and women respond differently to work stress in terms of career development behavior. 38Job stress creates work fatigue and can have negative consequences such as a low level of psychological attachment to the organization. 39According to the findings of Barthauer et al., saturation was positively associated to change occupations, while perceived internal selling power and professional satisfaction moderated the association between saturation and the desire to change careers.The perceived department was also shown to mitigate the link between perceived work fatigue, internal marketing, and career satisfaction. 39Job satisfaction and responsibility for other people's lives are associated with higher levels of personal performance. 35ased on the questionnaire from Permenaker No. 5 of 2018, an update in this study is that there is a relationship between quantitative workload and career paths with work fatigue in construction workers.While these regulations have the objective of providing a safe, healthy and comfortable work environment as well as avoiding work-related accidents and diseases.

IV. CONCLUSION
A greater sense of responsibility for their work has a favorable effect on their mental healths of the variables as a whole found that the majority of respondents (16.67% of those aged 35 years) experienced mild fatigue levels, with incidents of mild stress levels in all sections of work stress, namely role ambiguity, role conflict, quantitative overload, qualitative overload, career development, and responsibility to others.The two most closely connected factors are quantitative overload and professional development.Many factors might impact the study's results, including field circumstances when distributing the surveys (unfavorable because it is done when people are working, the weather is hot, the habit of responding to questionnaires, and others.
The company manages work fatigue by conducting a comprehensive assessment of worker tasks and responsibilities, ensuring resource availability and support, offering work area-specific training and stress management, establishing a transparent career advancement system, and promoting work-life balance and development.To utilize the work stress measuring tool in future research, you may increase the number of respondents, add additional factors, and cooperate with others.In future study, you can expand the number of respondents, add new factors, and collaborate with others to utilize work stress measuring tools.
The restrictions in this study were field settings and time limits; since the questionnaire was filled out immediately while construction workers were working, thus employees had to fill it out fast.Another barrier is the distance to the remote study site, as well as the lousy field circumstances (scorching hot heat, uneven terrain conditions).

Figure 1 .
Figure 1. % of Total Count of Fatigue for each RtO broken down by Fatigue , Age (Year), RA, RC, QnO, QlO and CD.Color shows details about Age (Year) 20e study was carried out at the DWMS Project in Yogyakarta Province in April 2023.Thirty persons are employed in the Water Treatment Installation (WTI) project.Total sampling was used as the sampling approach in this study, which included 30 people as a sample.Primary data was collected by distributing questionnaires.With age, role ambiguity, role conflict, quantitative overload, qualitative overload, career development, responsibility to others as independent factors.In research, the dependent variable is work fatigue.A standardized questionnaire is used to collect data, which is late according to the standard.Age was divided into two categories: 35 years (young age) and 35 years (old age),19Work stress was assessed using a standardized questionnaire based on Permenaker No. 5 of 2018 concerning Occupational Health and Safety in the Work Environment,11which has three levels of severity: mild, moderate, and severe.The work fatigue questionnaire uses a Subjective Self Rating Test questionnaire divided into five categories: not tired, mild, moderate, severe, and very heavy.20Tabel 1. Research Variables

Table 2 .
Characteristics of Respondents

Table 3 .
Relationship Between Work Stress and Work Fatigue